Engage Resistant Staff in Training: Understand "Why": Survey, discuss, and identify root causes (e.g., overwhelm, boredom, skepticism). Make it Relevant: Real-world scenarios, role-playing, group projects, case studies. Interactive Elements: Gamification, short sessions, technology, hands-on activities. Supportive Environment: Growth mindset, positive feedback, constructive criticism, address concerns. Tailor to Learning Styles: Visual, auditory, kinesthetic methods. Employee Involvement: Seek input, co-create training, and empower them. Key: Start small, be patient, and evaluate regularly.

One thing I have found useful over the years is tailoring PDs towards the needs of teachers along with choosing those PDs that provide something in return, for example providing PD that would eventually lead to certification towards completion or skill.

- Revise a forma como os contratos com colaboradores está feita, prevendo capacitações interativas no futuro; - realize momentos em grupo com tidos da equipe e mostre os benefícios desta prática.

En todo proceso de aprendizaje laboral hay una gran cantidad de resistencia al cambio y al dolor. La gran mayoría del personal michas veces no entiende que no es solo para beneficio de la institución sino personal. Saber vender esa parte es la mejor manera de facilitar el proceso de capacitación

Engaging staff members who resist interactive training requires a strategic approach that focuses on motivation, relevance, and comfort. First, it's important to understand the reasons behind their resistance—whether it's a lack of confidence, previous negative experiences, or skepticism about the training's value. Addressing these concerns openly can help build trust and willingness to participate. Next, making the training relevant to their daily work is key. Employees are more likely to engage if they see how the skills being taught directly impact their success and efficiency. Additionally, incorporating different learning styles—such as hands-on activities, group discussions, and gamification.

D'abord, si vous avez la chance d'être dans la position où la bataille de la formation individuelle pour les employés a déjà été gagné sachez le. Utilisez le prétexte de cette formation pour regarder comment les gens réagissent à ce contexte. Il est important pour instaurer un climat favorable de démontrer que vous n'avez pas d'attente envers eux. Vous les informez et ils prennent ce qu'ils ont envie. Utilisez toutes les questions, pour vous démontrer votre intérêt légitime envers leur interrogations et utilisez ces questions comme chemin plutôt que celui-ci prévu auparavant. N'ayez pas peur de ne pas savoir quoi répondre. Soyez franc, et ne jugez pas, la formation durera probablement beaucoup plus longtemps que vous ne l'auriez prévu.

Para envolver a equipe de forma eficaz em treinamentos interativos, é essencial demonstrar na prática o valor da participação, conectando o aprendizado às necessidades e desafios reais do dia a dia. Criar um ambiente seguro e estimulante, onde cada um se sinta à vontade para contribuir, é fundamental. Além disso, usar metodologias dinâmicas, como gamificação e estudos de caso, pode despertar o interesse e aumentar o engajamento. O mais importante é ouvir o time, entender suas resistências e adaptar a abordagem para que todos percebam o impacto positivo do treinamento no seu desenvolvimento profissional.

Engaging a resistant team in interactive training requires relevance and motivation. I start by personalising content, ensuring it aligns with their roles and career aspirations. Gamification works wonders—introducing leaderboards, challenges, or rewards turns learning into an engaging experience. Most importantly, I focus on practical application, using real-world scenarios so they see immediate value. When people understand how training benefits them directly, resistance fades. How have you turned scepticism into enthusiasm in workplace training? Let’s exchange insights.